Many large organisations recognise that by maximising employee engagement, performance, team working and productivity all benefit. Engagement is something that may not happen organically and it often needs to be facilitated, managed and promoted as a part of a sustainable organisational strategy.
Organisations that operate engagement programs regularly outperform those that don’t. Often the realisation that workers are less than enthusiastic about their jobs motivates employers to act.
One way to engage employees is to challenge them to get involved in a team project or training session. It is important to reinforce the anticipated positive outcomes of the process. Employees often view the investment made by employers as a positive step in itself and this fosters a sense of value and of belonging.
Driving the success of engagement programs is meaningful participation, participation is not enough. Training programs based on experiential learning techniques are particularly powerful because they encourage delegates to engage both as individuals and part of a team. The approach requires active participation which affords delegates the opportunity to help guide and shape the process leading to a greater ‘buy in’ and better outcomes.
Organisations whose employees are committed to, believe in and can contribute to improvement efforts show increased levels of engagement and this brings about tangible organisational benefits.